Tag Archives: employee retention

Improve Employee Retention and Engagement with HR One Software

Employees are the backbone of every organization. Hiring the right personnel may be a tedious job but retaining them requires hard work and consistency that every HR needs to maintain.

In the world of organisational management, HR-One is the finest solution to maintain a good relationship with your employees. This comprehensive HR software enables you to track your employees’ right from recruitment to retirement.

HR-One is equipped with many modules like Payroll, Performance,  Workforce, Time Office, HelpDesk and more that are user-friendly. You can easily assess employees information, get direct access, give incentives and boost their morale at the tip of your finger!

Read how you can forge employee engagement with some of the HR-One modules.

  1. Payroll: Payroll software allows access on-the-go for both employees and employers. This module contains salary structures showing automated break-up of their salaries based on components like arrears, bonus, overtime, reimbursements, taxes, real-time attendance. This minimises errors and avoids confusion. Further, employees could update their profile, view their monthly salary, working hours, deductions, and easily check and download their payslips.

Payroll module allows transparency to each employee and any queries can go directly to the concerned department. Simply monitor the activities and save a lot of administrative hours. It makes life easier!

  1. Performance Management: Another competent module is the Performance Management software. This enables the employees to understand not only the visions and missions of the organisations but also performance as a team towards the goal.

The module allows HR personnel to set objectives for the team members, track their performance and give a real-time review. Appraisals and performance-based increments are vital in maintaining a healthy competition, growth and, productivity.

In HR-One, the Key Result Area (KRA) and Key Performance Indicators (KPI) are factors that give a transparent Review and Appraisal system.

  1. Time Sheet: From a single dashboard, you can track your Timesheet. The Time Sheet module allows you to organise work allocation for projects under different teams. Employees can record their working hours while you can track the working hours of each employee.

It is also possible to track whether the project is running according to the actual plan or effort being made. The difference between the actual and effort could also be analysed.

As you track each progress, it enables you to make a better informed decision in efficiently managing the project. Moreover, you can also reset allocated timelines as necessary. This saves time and stress on administrative work.

  1. Training: The comprehensive Training module is one of the best investments to retain talented employees.

This module helps in planning training from schedules to feedback. It even manages invitations and record attendance, not to mention feedback. It maintains a pool of courses that could be taken from time to time. The employees can even nominate themselves and users can access all the scheduled training and course material relevant to each.

It gives a pre-training and post-training evaluation, feedback and even has an effectiveness sheet. The Training module allows customisation with various templates to choose from.

HR-One offers a simple solution that eliminates arduous tasks, encourage transparency, equip, and promote employees’ skill resulting in a happy and satisfied workforce ready to run the extra mile.

Hey, HRs! Focus on Re-skilling and not Recruitment

“Mohan completed his B-Tech in the year, 2015. Today, he is working as a customer care executive in one of the mobile companies. After six months of fruitless job-hunting, he opted for this meager job to earn his bread and butter. Whatever he learnt had gone to waste because he is unable to utilize his capabilities in the giant IT companies.” Well, this is not a unique story. There are hundreds of youth like Mohan, who have completed their educations but are not able to find employment matching with their skills.

Here is a list of the few trends recently being followed in the big-shot companies.

  • Indian IT segment is facing major slowdown. One of the top-notch IT companies has sacked approximately thousands of its employees.
  • There is a Global slowdown, which is affecting Indian IT industry’s growth also.
  • Hiring is getting slow, which might lead to add challenges for the adult population in finding jobs.

This trend is due to overall global slowdown, automation, and lack of talented professional experts in the market.

These are the indications for the ones who are not ready or scared of upgrading their skills. If you do not upgrade yourself as per the demand in the market, you will be out of the business. To overcome this issue, there is only one way left –re-skilling oneself to be on the top of the demand list.

New trend being followed by companies

The next trend of the IT industry is shifting the focus from the labor-intensive employees to proposing skilled employees in the upcoming fields of business in technology like data-analytics and cloud computing.

Various companies have started introducing skilling programs for their junior and middle staff so that they can stay competitive in the industry. These companies are trying to upgrade their employees in the most demanding technologies, like BigData, Cloud Computing, Business Intelligence, Artificial Intelligence, etc.

What is Human Resource’s contribution?

The HR staff and senior management are concentrating on upgrading the skillsets of their existing staff so that these employees are can easily handle complex and crucial projects. This process will gradually assist companies to retain the deserving and loyal employees as well as save cost and time to hire newbies from outside.

  • HR’s new focus – Upgrading the skillsets rather than recruiting

HR department is focusing at a faster pace to train and upgrade existing workforce. This training includes how employees should work on more crucial and complex projects. There are times when few positions are flagged-off for hiring and re-assigned to HR team for an internal action. The main focus of HR is to identify employees from the existing workforce and upgrading them instead of hiring from outside.

  • The change management

It is not necessary that everyone in the company is flexible. Therefore, it becomes difficult for the HR to bring in the change, like reskilling. This change might become scary for some of the employees and they will be under the pressure. It is important for the new ones and existing employees (especially in the technology world) to accept the change and show high-level of learning capability and willingness. In this case, HR has to come up with different traits to experiment for the entire workforce.

  • Developing advanced skills

Everyday new technology is getting introduced in the market. Therefore, it is important to have niche skills. These skills combine the understanding of domain, technology, and consulting which is demanded at a high-rate. It is not necessary that you get these high-end skills at the lower level and, that is why, providing training will be a biggest game changer.

Conclusion

At this time when the IT sector is slowing down at a higher speed, it is time to look within the organization and start reskilling the existing employees at a fast speed. On the other hand, it is vital for the employees to come out of their comfort zone and be ready for the up-skilling programs being introduced by HR and senior management.

Importance of work-life balance for employee retention

Work-life balance is an equation that is determined by the time you spend at your work versus the time you spend on yourself. Technology is making things easy but it is also making employees available around the clock. Achieving the elusive work-life balance can seem like an impossible feat. This results in employees looking for a job, where they have the flexibility to focus time and energy on managing a successful balance between work and personal life, which will help releasing stress.

The following suggestions are meant for employers to help employees bring a balance between work and life to improve employee retention.

Think out of the box

Employees spend half their time in the workplace or traveling to and from the workplace. This leaves less time for their personal life. As an employer, you should put the thinking hat and imagine what is the best thing that can be done to help employees accomplish their personal things. For example, one of the companies pays back their employees (from top to lower level in the organizational hierarchy) by sending a cleaning service to every single employees’ home twice a month. Some organizations allow employees to bring their pets to the workplace as long as they don’t disturb other employees.

Flexible time offer

If you are ready to give flexibility to your employees to come anytime, in return the employees will willingly put more efforts to complete their task in time and with quality. Employer should not be always sitting on employee’s head to get the work done. Instead, they should put immense importance on providing a flexible work atmosphere for employees. Let your employees collaborate with their team to make their own schedule and allow them to focus their energy in the most productive way possible.

Break-out time

Like kids love recess during school hours, an employee would also love to have a break from the work, be it a break in the coffee room or a TT room. You should introduce some ideas, where the entire team gets a short break from their routine job. Other examples could be organizing lunch parties in the workplace, occasional events and at the very least exercise breaks.

Help Desks

What if you provide a help desk that can help your employees in doing their personal work in time? This will help employees in putting more effort in their work without getting worried about their personal work, which has a deadline to meet. This will help save travelling time during office hours and allow your employees to focus on their work.

Conclusion

There will always be some employees who like to spend long hours on their work. As an employer, your focus should be on the majority of your employees who need their personal time in order to rejuvenate for the next day. Besides applying any of the above suggestions, try to avoid having a workplace culture where people spend long hours in the office or are expected to. The best way to do it is practice what you preach.

8 Things That Make Good Employees Quit Jobs!

You will be surprised to see how these simple, little things can snowball and make good people leave the job. If you spot any of these happening at your workplace, beware!

Too much work, always: Let’s admit it, nothing irks employees more than constant long hours at work. Just because someone is good, make sure you do not over burden them with all the extra work. If you really need to increase work load on your talented people, make sure you compensate it with appropriate raises, appreciations and more.

Delayed Appreciation: If you give them extra work today, with a tight timeline, make sure your appreciation flows on time too. Delayed recognition of hard work can demotivate even the best of the people, forcing them to look for better options.

Zero Flexibility: If your best people are putting in extra efforts, make sure you give them some relief in form of flexibility. Your good employees realize their responsibility well and will never let you down.

Missing Empathy: Be a boss and be a human. In many cases, good people leave just because the boss was not “human” enough. If you are not personally involved with your best people, it can damage their trust in you to a great extent.

No Commitments: If you expect your team to complete their work on time, make sure you complete your commitments on time too. Disregarding a commitment not only demotivates a good employee but also paints a disrespectful picture of the organization overall.

Favoritism: Good employees are smart enough to realize when they are being taken for a ride. If you pass all the work to them, and goodies to your other favorite people, be prepared to see them walk out of the door.

No Space for creativity: The most talented people seek to improve everything they get involved with. They are full of ideas and are willing to go that extra mile to make things around them, better. Do not cage their aspirations, appreciate their ideas and keep them involved.

Wrong Team: Good people prefer working with better people. If you tag them with an incompetent lot, they will lose their charm. Nothing frustrates them more than not being able to learn anything from their peer and bosses.

Good people are a valuable asset. If you wish that they stay longer with your organization, be careful about how you treat them. What other things do you think organizations can do to retain good folks?